How the Best Companies Create Sticky Training

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1 How the Best Companies Create "Sticky" Training | An organization's success depends upon how well—in terms of quality, quantity, and efficiency—its employees perform their jobs. This is true at all levels of the organization—from a front line employee, to a mid-level manager, to the C-suite. The key word here is "perform." It doesn't help the bottom line if employees merely "know" how to do their jobs but don't actually put that knowledge into effective action. Think of this analogy: You are not going to build muscle by knowing exactly how to do an exercise if you never perform that exercise. Knowledge and performance are related, but they are not the same thing. As a lifelong coach, driving knowledge into performance has become my passion. It makes me question the frequent gap between the time and money spent on training and the quality of the outcomes, not only for the participants but for their organizations. How's that training going for you? Experts have proposed many different definitions of training, but a common thread among them is that the purpose of training is to prepare people to perform (there's that word again!) tasks in a beneficial manner. A lot of money is spent each year trying to reach that goal. According to the Association for Talent Development, organizations spend more than $150 billion a year on training initiatives. Research also tells us that only 10% of the training "sticks"—that is, not only improves on-the-job performance, but continues to do so over time. During the past four decades, we've seen many new and innovative ideas in training, and all have had an impact. But many organizations are finding that the positive effects of training are not as enduring as they had hoped. In an attempt to fix the problem of training not sticking, we have created "training sustainability" initiatives, which we will define as programs and aids designed to ensure that the training endures, carries through to on-the-job performance, and helps the organization progress. Those initiatives, too, cost money. It would be much more cost effective if the training stuck the first time around. Could it be that the training we are delivering is not meeting a felt need and that we are putting a band-aid on a problem by pushing "sustainability" practices rather than by actually fixing the problem? by Alan Fine | InsideOut Development Founder and President How the Best Companies "Sticky" Training C R E AT E Knowledge and performance are related, but they are not the same thing.

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